5 I. INTRODUCTION No organization is immune from the many problems associated with alcohol and drug abuse. According to the Society for Human Resource Management, substance abusers are ten times more likely to miss work, 3.6 times more likely to be involved in on-the-job accidents (five times more likely to injury themselves or someone else in the process), five times more likely to file a workers compensation claim, thirty-three percent less productive and responsible for health care costs that are three times as high. Additionally, about 14 million people who are employed abuse alcohol and/or drugs and they account for about 10 percent of the U.S. workforce. (Fiester, Margaret, Employing and Managing Persons with Addictions, SHRM Online, June 17, 2011) The State of Nevada is committed to addressing these problems and to having a drug free workplace. As you read through the following alcohol and drug program, remember that the mission of the employees of this State is to serve the needs of our citizens in the most efficient and professional manner possible. Alcohol and drug abuse interferes with these goals and endangers the employees, co-workers and public s safety. For these reasons, it must be addressed. In addition to information and guidelines in this publication, the Division of Human Resource Management also provides training through the State of Nevada s Online Professional Development Center. Any questions regarding this program can be referred to the Alcohol & Drug Program Coordinator at (775) or Page 5

6 II. OVERVIEW This program does not address: U.S. Department of Transportation regulated alcohol and drug testing of employees who, as a function of their position, drive a commercial motor vehicle as defined by the U.S. Department of Transportation, Federal Motor Carrier Safety Administration (http://www.fmcsa.dot.gov/) ; and Client testing by agencies. The State of Nevada recognizes that alcohol and drug abuse and addiction are treatable illnesses. We also realize that early intervention and support improve the success of rehabilitation. For that reason, one of the goals of our program is to encourage employees to voluntarily seek help with alcohol and/or drug problems. If, however, an individual violates the program, the consequences are serious. The Nevada Revised Statutes (NRS), NRS through NRS , provide for the testing of applicants and employees for alcohol and drugs. Regulations have been approved by the Personnel Commission to carry out the provisions of these statutes, Nevada Administrative Code (NAC) The State of Nevada program includes: Pre-employment drug testing for selected job classes and positions affecting public safety and approved by the Personnel Commission, see Chapter VII; Reasonable suspicion testing when an employee is suspected of being under the influence of alcohol and/or a controlled substance on the premises of the workplace (NAC ), see Chapters VIII & IX; and Post accident testing when an employee on duty causes bodily harm or substantial property damage when driving a motor vehicle. Return to work testing as a requirement to return to work following a positive test result on a test. The program does not include periodic random alcohol or drug testing. Information obtained through this workplace program is confidential communication. Access to this information is limited to those who have a legitimate need to know in compliance with relevant laws and management policies. An agency receiving a federal contract or grant must notify the federal agency which authorized the contract or grant within ten days after receiving notice that an employee of the agency was Page 6

7 convicted for violation of any federal or State criminal drug statute when such violation occurred while on duty or on the premises of the workplace. Additionally, a copy of the Governor s Alcohol and Drug-Free Workplace Policy should be posted at all worksites. MEDICAL MARIJUANA It is not recommended to allow the actual use (e.g., consumption, smoking) of medical marijuana while an employee is on duty or on the premises of the workplace based on subsection 2 of NRS 453A.800. Page 7

8 III. TESTING STANDARDS ALCOHOL In accordance with NAC , while an employee is on duty he/she must not have a concentration of alcohol in his/her blood or breath greater than.02 gram by weight of alcohol per 210 liters of breath or per 100 milliliters of blood. NAC also mandates that testing an individual s breath for alcohol must be conducted using a breath-testing device certified in accordance with the Conforming Products List of Evidential Breath Alcohol Measurement Devices published in the Federal Register by the National Highway Traffic Safety Administration (http://edocket.access.gpo.gov/2010/pdf/ pdf). Breath alcohol testing is generally the preferred method of testing an individual. If an agency is unable to perform a breath alcohol test, the agency may choose to have a blood alcohol test performed. CONTROLLED SUBSTANCES (DRUGS) Per NAC , screening tests to detect the presence of controlled substances (drugs) must comply with the standards established by the United States Department of Health and Human Services. The standards established by the United States Department of Health and Human Services are outlined in the Mandatory Guidelines for Federal Workplace Drug Testing Programs published by the Substance Abuse and Mental Health Services Administration in the Federal Register. Drug tests are administered to determine the presence of substances covered by this program in excess of predetermined benchmarks. The standard substance abuse test screens for: Cannabinoids (marijuana); Cocaine; Opiates; o 6-acetylmorphine (heroin); Phencyclidine (PCP); Amphetamines; and o MDMA (ecstasy). Prescription and over the counter medications Prescription and over-the-counter drugs are not prohibited when taken in standard dosage and/or according to a physician s prescription. Any employee taking prescribed or over-the-counter medications will be responsible for consulting the prescribing physician and/or pharmacist to ascertain whether the medication may interfere with safe performance of his/her job. If the use Page 8

9 of a medication could compromise the safety of the employee, fellow employees or the public, it is the employee s responsibility to inform his/her supervisor as soon as possible. The illegal or unauthorized use of prescription drugs is prohibited. It is a violation of the State s program to intentionally misuse and/or abuse prescription medications. Appropriate disciplinary action will be taken if job performance deteroriates and/or other incidents occur. Testing for Additional Drugs The appointing authority may request additional tests for controlled substances listed on Schedule I or II of the Controlled Substances Act, when conducting a reasonable suspicion test on a case-by-case basis. However, the additional test(s) must be justified in writing at the time of the request. Specific requests for additional testing may be made at the time of testing or after the initial screening, by contacting the State s drug testing vendor, see Chapter V. Check with the State s current drug testing vendor immediately for additional testing, because specimens are only kept for a certain amount of time. Check with your agency personnel representative and your Deputy Attorney General before proceeding. Page 9

10 IV. EMPLOYEES RESPONSIBILITIES A safe and productive alcohol and drug free workplace is achieved through cooperation and shared responsibility. Both employees and management have important roles to play. An employee s responsibilities include: Maintaining a safe, secure and productive environment for other employees and the general public; Reporting dangerous behaviour to his/her supervisor; Following State statutes, regulations, policies and procedures; Informing his/her agency in writing within five days after conviction for violation of any federal or state criminal drug statute when such violation occurred while on duty or on the State of Nevada s premises; Notifying his/her supervisor as soon as possible after consuming any drug, which could interfere with the safe and efficient performance of his/her duties; and Following a positive alcohol or drug test result: Cooperating with any investigation; Completing the treatment plan recommended by the employee assistance program (EAP) provider; and Providing the required documentation (see Chapter IX) to your agency. Page 10

11 V. SUPERVISORS RESPONSIBILITIES It is a supervisor s responsibility to: Maintain a safe, secure and productive environment for employees and the general public; Follow State statutes, regulations, policies and procedures; Investigate reports of dangerous practices; Safeguard employees confidentiality; Evaluate and discuss performance with employees; Attend training on the State's alcohol and drug program (NAC ); Recognize workplace problems that may be related to use of alcohol or drugs; Initiate alcohol and/or drug testing based on reasonable suspicion; and Initiate appropriate disciplinary action upon violation of the State's alcohol and drug program. It is NOT a supervisor s responsibility to: Diagnose alcohol and drug problems; Provide counseling or therapy; Be a police officer; or Contact an EAP or treatment provider to obtain an employee's required documentation following a positive test result. A supervisor needs to keep in mind that he/she is primarily concerned with work performance or conduct. He/she also has to remember that many problems get worse without assistance. A supervisor does not want to try to diagnose the problem, moralize or be misled by sympathy evoking tactics. A supervisor will also need to continue to supervise employees who have been tested and return to work. This would include continuing feedback about performance, accurate performance evaluations, keeping open lines of communication and taking corrective action if performance problems reappear. If a supervisor makes observations regarding the illegal distribution, possession, sale, transportation or manufacturing of controlled and dangerous substances on State property, the supervisor needs to immediately contact his/her agency management, agency personnel representative and law enforcement. Page 11

12 VI. STATE S CONTRACTED TESTING VENDOR Appendix I contains contact information on the State of Nevada s current contracted vendor to administer drug and, at times, alcohol testing as outlined in this program. The current vendor maintains a list of authorized recipients for test results and/or billing information for each agency that has set up an account for testing. If any additions or changes to the agency contacts list need to be made, the request for the change should be made in writing to the Division of Human Resource Management, 100 N. Stewart St., Ste. 200, Carson City, NV 89701, Attention: Alcohol and Drug Program Coordinator. The State s current vendor will initially provide each agency with a supply of chain of custody forms (see Appendix III). Agencies may replenish their supply of chain of custody forms by contacting the State s current vendor (see Appendix I). All positive drug test results will be sent to the Medical Review Officer (MRO). The MRO will contact the individual to offer the opportunity to explain any concerns with the test results. Example: An employee may be taking codeine for pain relief with a lawful prescription from his/her treating physician, meaning that the employee is not necessarily in violation of this program. If the donor has a legitimate prescription for the substance, the MRO will downgrade the presumptive positive and the agency would be notified of a negative result. However, the MRO will also verify that the level of the prescription drug in the test result is within the correct range indicated by the prescribed level of the drug. If the test result level is not within the correct range indicated by the prescribed level of the drug, the result may be a positive test result. The services of the MRO are included in the testing costs. Drug test results will generally be ed to the primary and/or the secondary contact as established by the agency account with the State s current vendor. Test results may be faxed upon request; however, confidentiality must be maintained. Negative test results are typically sent to the agency within twenty-four to forty-eight hours of the test and positive test results within forty-eight hours. If you have questions or do not receive the information in a timely manner, contact the State s current vendor (see Appendix I). Breath alcohol testing is typically conducted through State and local law enforcement agencies; however, in some cases it may be desirable for an employee to be tested for alcohol and drugs at the same time by the State s current drug testing vendor. Use the Non-DOT Breath Alcohol Test Request (NPD-79) form; see Appendix III, to have a breath alcohol test performed at a collection site. Before transporting the employee, verify that the collection site is capable of performing a breath alcohol test. This may involve an additional fee; whereas, breath alcohol tests conducted by law enforcement agencies are free of charge. Page 12

13 VII. PRE EMPLOYMENT TESTING PROCEDURE Nevada Revised Statutes require post-offer/pre-employment testing of applicants for positions designated by the Personnel Commission as affecting public safety. Employment is contingent on passing the screening test. Applicants already employed by the State in a position affecting public safety who have previously been tested and are applying for another safety sensitive position are not required to submit to another pre-employment drug test. (NAC ) If an applicant tests positive for the use of a controlled substance, the applicant will not be eligible for another position requiring pre-employment testing for one year or until he/she provides evidence he/she has successfully completed a rehabilitation program for substance abuse. (NAC ) The results of the screening tests are confidential and must be securely maintained by the appointing authority or his/her designated representative. Results can be disclosed to another person only as prescribed by NRS CLASSES/POSITIONS APPROVED FOR PRE EMPLOYMENT DRUG TESTING The list of classes and positions that have received approval for pre-employment testing is located in Appendix VI. This information is also indicated on the applicable class specification under Special Requirements. Only those applicants receiving a conditional job offer are required to test. If an agency wishes to propose new classes or positions to the Personnel Commission for preemployment testing, the request should be made in writing to the Division of Human Resource Management, Employee & Management Services Deputy Administrator. The request should include the classes and/or positions being proposed for pre-employment testing and an explanation of how the position(s)/class(s) affect public safety. NRS NOTICE A notice covering the provisions of NRS must be given to applicants at or before the time of application. The agency initiating the recruitment needs to ensure the appropriate preemployment drug testing requirement notice is on the job announcement before it is posted. Further, when making an offer of employment, the offer should clearly indicate that it is conditional upon passing the pre-employment drug test. ALCOHOL/DRUG TEST CONSENT FORM Written consent by the applicant is required before the test is conducted. The Alcohol/Drug Test Consent (TS-76) form should be used for this purpose, see Appendix III. The original consent form is retained by the agency, a copy is given to the applicant, and a copy is included with the chain of custody form and delivered to the collection site at the time of the collection. Page 13

14 CONDUCT DRUG TESTING A pre-employment drug test appointment should be scheduled at a collection site for the applicant. The test appointment should generally be scheduled for as soon as possible. The employer section of the chain of custody form must be completed (Items A-D on Step 1 of the form). Applicants should be given the chain of custody form and a copy of the signed Alcohol/Drug Test Consent form (TS-76) in a sealed envelope to be delivered to the collection site at the time of their appointment. The applicant should also be provided with the date, time and location of the appointment. If a test needs to be performed outside of Nevada, contact the Drug and Alcohol Program Coordinator at (775) or or the State s current drug testing vendor (see Appendix I) to make arrangements for the testing to be done in the applicant s area. Same Consequences as a Positive Test Result It will be considered a positive test result, if the applicant: Does not appear for his/her appointment for testing, absent unusual circumstances; Refuses to test; Adulterates or dilutes the specimen; Substitutes the specimen with that from another person or sends an imposter; Will not sign the required forms; or Refuses to cooperate in the testing process in such a way that prevents completion of the test. RESULTS Test results will be ed to the designated agency contact, typically within two working days. Test results may be faxed upon request; however, confidentiality must be maintained. If the test results are not received within three working days, the appointing authority or the designee authorized for receipt of test results may contact the State s current drug testing vendor (see Appendix I). If an applicant tests positive for a controlled substance other than marijuana (see MEDICAL MARIJUANA), the MRO will request proof from the applicant to determine if it was taken pursuant to a lawful prescription. The appointing authority shall not hire an applicant if he/she does not provide such proof within 72 hours of the request. (NRS ) The presence of marijuana will be reported as a positive test result; however, see NRS 453A.800 and MEDICAL MARIJUANA. An appointing authority shall, at the request of an applicant, provide him/her with the results of his/her screening test. Page 14

15 MEDICAL MARIJUANA NRS 453A.800 Costs associated with medical use of marijuana not required to be paid or reimbursed; medical use of marijuana not required to be allowed in workplace; medical needs of employee who engages in medical use of marijuana to be accommodated by employer in certain circumstances. The provisions of this chapter do not: 1. Require an insurer, organization for managed care or any person or entity who provides coverage for a medical or health care service to pay for or reimburse a person for costs associated with the medical use of marijuana. 2. Require any employer to allow the medical use of marijuana in the workplace. 3. Except as otherwise provided in subsection 4, require an employer to modify the job or working conditions of a person who engages in the medical use of marijuana that are based upon the reasonable business purposes of the employer but the employer must attempt to make reasonable accommodations for the medical needs of an employee who engages in the medical use of marijuana if the employee holds a valid registry identification card, provided that such reasonable accommodation would not: (a) Pose a threat of harm or danger to persons or property or impose an undue hardship on the employer; or (b) Prohibit the employee from fulfilling any and all of his or her job responsibilities. 4. Prohibit a law enforcement agency from adopting policies and procedures that preclude an employee from engaging in the medical use of marijuana. 5. As used in this section, law enforcement agency means: (a) The Office of the Attorney General, the office of a district attorney within this State or the State Gaming Control Board and any attorney, investigator, special investigator or employee who is acting in his or her professional or occupational capacity for such an office or the State Gaming Control Board; or (b) Any other law enforcement agency within this State and any peace officer or employee who is acting in his or her professional or occupational capacity for such an agency. If a positive marijuana test result is received, contact the Alcohol & Drug Program Coordinator, (775) or for current information and assistance before proceeding. SECONDARY TESTING If a screening test indicates the presence of a controlled substance, the MRO or the appointing authority shall advise any such person that they may have the same sample tested at their expense by a laboratory, certified by the United States Department of Health and Human Services, of their choice. (NRS ) Page 15

16 VIII. WHAT IS REASONABLE SUSPICION? In general, reasonable suspicion is specific, capable of being explained observation(s) or fact(s) concerning the appearance, behavior, speech, or body odors of the employee. Certainty is not required; however, mere hunches are not sufficient. The National Institute on Drug Abuse considers reasonable suspicion to include observable behavior, such as eyewitness accounts of use, possession, or symptoms; and abnormal conduct. Any of these factors constitutes reasonable suspicion. In addition, the following situations automatically qualify as reasonable suspicion and provide justification for the supervisor to require testing under NAC : Abnormal conduct or erratic behavior that is not otherwise normally explainable; The odor of alcohol or a controlled substance on the breath; Observation of the consumption of alcohol; Observation of the possession of a controlled substance or use of a controlled substance that is reported by a credible source; or Occurrence of any accident while on the premises of the workplace for which the employee receives medical treatment. Testing may be performed in some circumstances even without reasonable suspicion, see Chapter X. ALCOHOL AND DRUG INDICATOR CHECKLIST The Alcohol and Drug Indicator Checklist, see Appendix V, does not provide a definite answer for making a determination, but it does provide a list of observable symptoms and assists in documenting the need for testing. In most cases it is suggested that a determination of reasonable suspicion be based on more than one indicator on the checklist. MEDICAL MARIJUANA NRS 453A.800 Costs associated with medical use of marijuana not required to be paid or reimbursed; medical use of marijuana not required to be allowed in workplace; medical needs of employee who engages in medical use of marijuana to be accommodated by employer in certain circumstances. The provisions of this chapter do not: 1. Require an insurer, organization for managed care or any person or entity who provides coverage for a medical or health care service to pay for or reimburse a person for costs associated with the medical use of marijuana. 2. Require any employer to allow the medical use of marijuana in the workplace. 3. Except as otherwise provided in subsection 4, require an employer to modify the job or working conditions of a person who engages in the medical use of marijuana that are based upon the reasonable business purposes of the employer but the employer must attempt to make reasonable accommodations for the medical needs of an employee who engages in the medical use of marijuana if the employee holds a valid registry identification card, provided that such reasonable accommodation would not: Page 16

17 (a) Pose a threat of harm or danger to persons or property or impose an undue hardship on the employer; or (b) Prohibit the employee from fulfilling any and all of his or her job responsibilities. 4. Prohibit a law enforcement agency from adopting policies and procedures that preclude an employee from engaging in the medical use of marijuana. 5. As used in this section, law enforcement agency means: (a) The Office of the Attorney General, the office of a district attorney within this State or the State Gaming Control Board and any attorney, investigator, special investigator or employee who is acting in his or her professional or occupational capacity for such an office or the State Gaming Control Board; or (b) Any other law enforcement agency within this State and any peace officer or employee who is acting in his or her professional or occupational capacity for such an agency. If a positive marijuana test result is received, contact the Alcohol & Drug Program Coordinator, (775) or for current information and assistance before proceeding. Page 17

18 IX. REASONABLE SUSPICION TESTING PROCEDURE Keep in mind that an employee is not subject to disciplinary action for a positive screening test if the agency fails to comply with the provisions of NRS ; therefore, those provisions have been incorporated into the steps in this program. Confronting an employee suspected of impairment can be a very uncomfortable situation. It is one that requires compliance with statutes and regulations that allow for testing and preserve the rights of the employee at all steps in the process. The results of the screening tests are confidential and must be securely maintained by the appointing authority or his designated representative. Results can be disclosed to another person only as prescribed by NRS Have another Supervisor Confirm Whenever possible, it is important to have another supervisor act as a witness to confirm your observations. It is recommended that the basis for the interview not be revealed to the second supervisor in order to avoid undue influence or bias. It is sufficient to inform a second supervisor that there are concerns about the employee s behavior or job performance and that he/she is being requested to participate in order to offer observations and an opinion. The supervisor may contact his/her agency personnel representative for assistance with the evaluation of the facts supporting the decision to refer an employee for a screening test, especially when facing such a situation for the first time. Additionally, there is assistance available from the Alcohol & Drug Program Coordinator, (775) or REPORT FORM FOR SUSPECTED ALCOHOL/DRUG IMPAIRMENT If the employee is performing, or required to perform, safety-sensitive duties such as driving vehicles, using heavy equipment, working around explosives or weaponry, or performing patient care activities, it is recommended that the employee be removed from performing these activities while moving forward with the reasonable suspicion testing procedure. The first step after reasonable suspicion is established is to complete the Report Form for Suspected Alcohol/Drug Impairment (TS-77), see Appendix III. Nevada Revised Statute requires a written record of the facts supporting a request for an employee to submit to an alcohol and/or drug test. (NRS ) Also, the employee must be informed of the specific facts supporting the request to submit to a reasonable suspicion drug and/or test. Using the Report Form for Suspected Alcohol/Drug Impairment (TS-77) will satisfy those requirements. PRELIMINARY INTERVIEW WITH THE EMPLOYEE The supervisor should relieve the employee of his/her duties and quietly remove the employee to a private area. If at all possible, a second supervisor should be present. The employee should be questioned regarding any observations that have been made about workplace behavior and Page 18

19 performance. The following questions are suggested depending on the employee s responses; see Reasonable Suspicion Guide (Appendix V): I noticed the following things in your performance or behavior today at work, (use the Alcohol & Drug Indicator Checklist, see Appendix V). Can you explain why? Have you been drinking alcohol or using drugs on the premises of the workplace today? Did you use either before coming to work today? Are you aware of any medical condition that would explain what I am seeing? NOTES: If an employee states that a medical condition or prescribed drug may be impacting his/her performance, you may request that the employee obtain a statement from his/her health care provider indicating that he/she can safely perform his/her job elements. An employee may be placed on sick leave pending receipt of this type of statement from his/her health care provider. (NRS , NAC ) Even if the employee admits to drug or alcohol use on the job, it is still critical to proceed with reasonable suspicion testing, as the employee may deny the admission in the future. As a final step before proceeding with testing, supervisors are advised to ask themselves these three questions: Are there objective facts pointing to abuse? Does another supervisor have the same conclusion? Am I putting my workplace, the employee, other employees or the public at risk if the testing is not done? ALCOHOL AND DRUG TESTING CONSENT FORM Once a determination of reasonable suspicion has been made, the supervisor should complete an Alcohol and Drug Testing Consent Form (TS-76), and have the employee sign it. The Alcohol and Drug Testing Consent Form (TS-76) form (see Appendix III) should indicate whether the employee is to be tested for alcohol, drugs or both. The original of the consent form is retained by the agency and a copy is given to the employee. A copy is also delivered to the service provider for inclusion with the test sample when it is referred for analysis. If the employee refuses to sign the form or take the test: 1. The employee should be advised that refusal might result in dismissal or other disciplinary action. 2. If the employee still refuses to sign the form, a note to this effect should be placed on the consent form. Page 19

20 3. The supervisor and a witness (the second supervisor, where possible) should attest, in writing, to the employee's refusal to sign the form. 4. Arrangements should then be made for the employee s safe transportation home. The employee may instead elect to call a taxi, his/her spouse or a friend for transportation. If the employee insists on driving, the supervisor will advise the employee that the objective facts supporting reasonable suspicion will be reported to local law enforcement. Experts recommend calling 911 to make the report because the call will be recorded. However, only objective facts should be reported not unsubstantiated opinions. TRANSPORT EMPLOYEE TO COLLECTION SITE It is the appointing authority s responsibility to transport any employee who signs the consent form to both the test collection site and to his/her home following the test. (NAC ) Law enforcement may assist in coordinating transportation to the collection site upon request; see Appendix V for contact information. However, it is ultimately the appointing authority s responsibility to ensure the employee is safely transported to the collection site. If law enforcement does not assist with transport, it is recommended that another supervisor ride with the employee and his or her supervisor. It is recommended that one of the supervisors transporting the employee be of the same gender as the employee. If another supervisor is not available to assist with transporting the employee, it is recommended that the employee be transported in a taxicab. Whatever the method of transportation, the employee should ride in the same vehicle as the supervisor unless law enforcement assists with the transportation. Law enforcement may assist with coordinating transportation to the collection site upon request and can be reached by calling the Nevada Highway Patrol (NHP) Region Commander at the telephone numbers listed in Appendix IV; however, it may be another law enforcement entity that will respond to the request for assistance (e.g., sheriff, metropolitan police). Every attempt should be made to keep the matter confidential between the employee and the employer. To avoid disruption in the workplace and to preserve the confidentiality of the employee, supervisors may choose to meet law enforcement in either a private meeting room in an area removed from the employee s workspace or an offsite location. While you do not need to ride along in a law enforcement vehicle, you must accompany the employee to the confirmatory test site or collection site and arrange for the employee s safe transport home following the test. If a drug test will be performed, you will need to fill out a chain of custody form (Appendix III) and transport the employee to an authorized collection site. This form is available through your agency s human resources department. Page 20

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OBJECTIVE It is the Commonwealth's objective to establish and maintain a work environment free from the adverse effects of alcohol and other drugs. The effects of alcohol and other drugs in the workplace

416 DRUG AND ALCOHOL TESTING I. PURPOSE A. The School Board recognizes the significant problems created by drug and alcohol use in society in general, and the public schools in particular. The School Board

Carmel USD I BP 4112.42 Personnel Drug And Alcohol Testing For School Bus Drivers The Board of Education desires to take all possible steps to ensure transportation safety for district students and staff.

EL PASO COUNTY DEPARTMENT OF HUMAN RESOURCES Program for Testing for Alcohol Misuse and Use of Controlled Substance by Drivers of Commercial Motor Vehicles Adopted Date: May 15, 1995 I. Policy- The County

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Burr Ridge Community Consolidated School District #180 Policy Manual 5:285 Educational Support Personnel Drug and Alcohol Testing for School Bus and Commercial Vehicle Drivers 1 The District shall adhere

EXHIBIT A GRIEVANCE FORM (use additional sheets where necessary) Filed: Department: Village of Freeburg Public Works Grievant s Name: Last First M.I. STEP ONE of Incident or Knew of Facts Giving Rise to

OCSEA EDUCATION DEPARTMENT FACT SHEET #221 Page 1 of 5 STATE OF OHIO CONTRACT SERIES APPENDIX M DRUG AND ALCOHOL TESTING What Is The Policy? Both OCSEA and the state agreed to a drug policy that recognizes

Policy. The following rules represent the University of Mississippi Medical Center s policy concerning substance abuse. They are enforced uniformly with respect to all employees, as indicated: 1. All employees

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Standard Operating Procedures Last Modified: JAN 2013 1 of 5 I Purpose The COMPANY is committed to maintaining a drug and alcohol-free work environment. The presence of drugs and alcohol in the workplace

Overview of Sample Drug and Alcohol Abuse Policy All employers should have a vital interest in maintaining a safe, healthy, and efficient working environment. Being under the influence of a drug or alcohol